Raising the Bar Five Opportunities for Growth Recruitment - - PowerPoint PPT Presentation

Raising the Bar

Five Opportunities for Growth

Recruitment Initiatives Aligned to District Strategic Plan

Build Instructional Capacity Targeted Selection

GOAL 3: Promote an emotionally, intellectually and physically safe environment for all students and staff. GOAL 2: Increase achievement for each and every student by ensuring access to rigorous programs, addressing diverse educational needs, and providing access to technology.

Strategic Communication

GOAL 5: Communicate with all stakeholders through various media to promote collaboration, parent involvement and community partnerships.

Marketing Stakeholder Input

“Start with the End in Mind”

GOAL 5: Communicate with all stakeholders through various media to promote collaboration, parent involvement and community partnerships.

Stakeholder Input

“The declining numbers of Black and Hispanic students majoring in education is steeper than the overall decline in education majors.”

2014 National Education Association

Florida Educational Equity Act

 The Florida Educational Equity Act (FEEA)

 Prohibits discrimination against

students and employees in the Florida K-20 public education system.

 The Equity Act Plan Annual Update

 requires school districts to report

disaggregated data for administrators, teachers and other new hires.

• State Monitors Employment Equity
• Racial demographics of the district’s

employees reflect that of the racial demographics of its students.

• Annual Minority Recruitment Roundtable discussion

with school, community, and district stakeholders.

• Joint Latino-African American Stakeholder’s Committee

discussion with school, community, and district stakeholders.

Group Concerns

Recruitment Retention Promotion Overall Support Accountability Mentoring Minority Stakeholder Committee Joint Latino-African American Committee DISCUSSION POINTS

 Size of talent pool  Lack of financial incentives  Minority leaders need to encourage other

minorities who may not realize their potential

 Recruit students into profession through

programs like FFEA; target minority students

 Mentoring  Use current employees as ambassadors in the

community to draw new people into education

 Conduct surveys to determine needs

Senior Intern Program Stakeholders

Annual Minority Recruitment Stakeholder’s Meeting How to improve the program  Placement of minority student teachers with role models early in teaching experience - enhance the success of minority student teachers  Placement in high-density ethnic schools is essential  Placement with proximity to family Annual College Stakeholder’s Meeting How to Improve the Program  Communicate Volusia’s Mission  Quality Field Experiences  Support with Application Process  Certification Information

2013- 14 Recruitment Team Minority Representation

Kelly Conway

Coordinator Recruitment and Retention

Robin King

(African American) Certification Specialist

Judy Rivera

(Hispanic) West Volusia elementary school principal

Ron Pagano

(high minority population high school) West Volusia high school principal

Bob Wallace

East Volusia high school principal

Torrence Broxton

(African American) principal on assignment

2014 Recruitment Team

New Members

Minority Representation

Anne Marie Wrenn

Assistant Director of Equity Compliance

Jason Dominguez

(Hispanic) West Volusia middle school administrator

Angel Jordan

(African American) West Volusia elementary school teacher

Maite Porter

(Hispanic) East Volusia middle school administrator

Earl Johnson

(African American) Title I School/ high minority population East Volusia elementary school

Alba Perez

(Hispanic) West Volusia elementary school

• Annual Minority Recruitment Roundtable discussion with

school, community, and district stakeholders.

• Joint Latino-African American Stakeholder’s Committee
• Senior Intern Stakeholder’s Committee
• NEW: District Hiring Committee

District Staff School Principals Hiring Objectives Legal Requirements New Online Applicant Tracking System

Screening Interviewing Reference Checking

District Hiring Committee

GOAL 5: Communicate with all stakeholders through various media to promote collaboration, parent involvement and community partnerships. Marketing

What worked to influence the candidate during the employment process?

• Recruitment marketing used to mean writing job ads in

newspapers.

• Our new goal is getting in front of the right people at the right

time.

• Finding the best way for candidates to apply.
• Rather than asking where the candidate heard about the position,

focusing on what worked to influence the candidate during the employment process.

• What is most efficient use of our recruiting time, freeing us up to

interview and match, rather than sort and sift.

Marketing Strategies

• Interactive/online recruitment advertising
• College recruiting
• Mobile, video, and television
• Print/Email Blasts
• Displays and exhibits
• Diversity recruiting

Tracking

• Creating Applicant Referral Programs with Minority-Serving Institutions
• Finding Where to Advertise Positions to Attract Diverse Candidates
• Deconstructing Effective Job Postings (what to write/what not to write)
• Incorporating Current Faculty, Staff and Administrators into Recruitment

The Bandshell, Daytona Beach, Florida

Involving Students in FFEA Marketing and Materials

• FFEA Teacher Appreciation Week District Initiative
• Program cover design, LOGOs, Themes, Quotes for FFEA

conferences and workshops

• Student Public Service Announcements

Students First

Hands-on involvement in communicating program goals

GOAL 3: Promote an emotionally, intellectually and physically safe environment for all students and staff.

Early & Strategic Communication Strategic Communication

Provide Essential Information Earlier to Senior Interns, and Job Applicants

• Volusia County Schools Policies, Procedures, and Instructional Resources
• VCS Workshops/Seminars/Orientations to familiarize college students and job

applicants with Volusia County Schools

• NEW HR Workshop at Instructional Job Fair for New Hires
• NEW College Certification/Application Nights (VCS Recruitment Team)
• Professionalism (Legal Ethics and Code of Conduct)
• Curriculum (Maps and Pacing Guides)
• VSET (Teacher Evaluation System)
• Classroom Management and Student Safety
• VIMS (Volusia Instructional Management System)
• ESE Starts (Exceptional Student Education for 1st year

teachers)

• E3 Beginning Teacher Program

Training, Resources, Processes, and Tools for Effective Recruitment and Selection.

GOAL 2: Increase achievement for each and every student by ensuring access to rigorous programs, addressing diverse educational needs, and providing access to technology.

Targeted Selection

.

Clinical Education Training

• Targeted

Selection

Supervising Teachers CET Trainers & Workshop Facilitators

• Highly

Effective Teachers

Critical Shortage Areas

• Student

Interns

Science, Math, Reading, ESE, ESOL

• Build

Capacity

What is a Clinical Educator?

• Model educators trained to mentor, support, and

supervise college students participating in their senior internship  Know major components in the formative process  How to use data to diagnose performance of students  Interpersonal communication skills and conference procedures to confer with and provide feedback on professional performance

Clinical Education Training

• Revised the selection criteria for supervising teachers of teacher intern

candidates

• Principal Survey – Highly Recommended Teachers
• CET Trained/ Not CET Trained
• Based upon review of current deliberate practices and new evaluation system

(VSET)

• Increase capacity to receive student interns in critical shortage areas

 As a participant in this special invitation summer training, teachers agree to accept a student intern during the SY 2014-2015

Teacher Search

You

• u ar

are in e invited ited to to j joi

• in

n th the te e team m

• f
• f C

Clin linical ical Educ ucators ators!

You have been selected by district and school leadership to participate in a specially planned and targeted training for new Clinical Educators.

Monday, August 4 and Tuesday, August 5 from 8:30 am to 3:30 pm Olson Facilities – Training Room 1

Revised District Interview Questions

Aligned to VSET Evaluation Model

• Questions address four domains of teaching
• I. Teaching Methods and Strategies
• II. Classroom Environment
• III. Student Engagement
• IV. Planning for Instruction and

Professional Responsibilities

• Responses scored using following rubric
• Understands Importance
• Provides specific technique or strategy
• Measurable outcomes

Building Capacity

Build Instructional Capacity

GOAL 2: Increase achievement for each and every student by ensuring access to rigorous programs, addressing diverse educational needs, and providing access to technology.

2014-15 Recruitment Objectives

• Improve the Diversity of New Hires
• 10% to mirror student population
• Fill Critical Shortage Areas
• 10 applicants for every school vacancy
• 5 applicants for every vacancy in shortage field
• Foster interest in future teaching careers
• Senior Interns
• Florida Future Educators of America (FFEA)

2014-15 Recruitment Objectives

• Improve the Diversity of New Hires
• 10% to mirror student population
• Fill Critical Shortage Areas
• 10 applicants for every school vacancy
• 5 applicants for every vacancy in shortage field
• Foster interest in future teaching careers
• Senior Interns
• Florida Future Educators of America (FFEA)

Teachers Fall 2013 Total Black Hispanic White Other Female Male

Student Demographics 63,178 9,868 (15.6%) 11,332 (17.9%) 38,144 (60.4%) 3,834 (6.1%) 30,679 (48.6%) 32,499 (51.4%) Teachers Elementary 1,690 116 (6.9%) 108 (6.4%) 1,432 (84.7%) 34 (2%) 1,519 (89.9%) 171 (10.1%) Middle 679 65 (9.6%) 42 (6.2%) 555 (81.7%) 17 (2.5%) 487 (71.7%) 192 (28.3%) High School 866 75 (8.7%) 68 (7.8%) 700 (80.8%) 23 (2.7%) 495 (57.2%) 371 (42.8%) Other 757 104 (13.7%) 40 (5.3%) 600 (79.3%) 13 (1.7%) 635 (84.4%) 122 (15.6%) Total 3,992 360 (9%) 258 (6.5%) 3,287 (82.3%) 87 (2.2%) 3,136 (78.6%) 856 (21.4%) New Hires Fall 2013 447 41 (9.2%) 25 (5.6%) 371 (83%) 10 (2.2%) 340 (76.1%) 107 (23.9%)

Minority Demographics

Minority Demographics

How Can We Make the Best Use of Our Annual Job Fair?

2014 Instructional Job Fair Re-structured

• Mini-Job Fairs – pre-screening to increase quality of candidates invited to

Annual June Job Fair

• Early contracts (Letter of Intents) January – May
• LOIs completing security clearance screening in May before June job fair
• Job Fair Approved for Hire status
• Principal Survey to Determine Hiring Needs (critical shortage areas)
• Strategic Interview slots -vs- random selection by candidate
• 2014 June Job Fair
• Face to face and Virtual Rooms
• Increased overall capacity of job fair – 2 sets of candidates
• morning pre-screening /afternoon hiring
• Employment Workshops to facilitate next steps
• On site business center for housing, employee benefits, finance,

education, etc.

2014 Instructional Job Fair

100 200 300 400

Total 388 Black 47 Hispanic 38 Other 8

Candidates Applied to Date

2014 Instructional Job Fair February – May Early Recruitment Efforts

50 100 150

Total Black Hispanic Other Letters of Intent Early Contracts

20 40 60 80 100 Minority Hires Black Hispanic Other 2013 New Fall Hires 2014 Early Contracts

Florida Future Educators of America

• Foster interest in teaching careers for high school students
• Florida Future Educators of America (FFEA) chapters for secondary

schools in decline

• Partnerships
• Daytona State College, Bethune Cookman University , Phi Delta Kappa

assistance to high schools in forming/maintaining FFEA chapters

• Scholarships
• DSC awarded three $300.00 scholarships to

seniors attending FFEA district conference

• PDK awarded $1,000.00 Scholarship to high

school senior at FFEA district conference